Motorola Solutions
Chicago, IL · founded 2011
Motorola Solutions is a Chicago-based telecommunications company specializing in wireless communications infrastructure and software. The company emphasizes flexible work arrangements and comprehensive employee support through wellness resources and professional development opportunities.
see the full file on Motorola Solutions857 open roles at Motorola Solutions
documented benefits (14)
| Flexible hours | yes |
|---|---|
| Retirement match | Company offers retirement benefits |
| Stock purchase plan | yes |
| Internal course catalog | yes |
| Median filed wage | $127,754 |
| Gender pay gap, median | 15.99% |
| Gender pay gap, mean | 10.63% |
| Bonus gap, median | 32.45% |
| Women in the top pay quartile | 27.05% |
| Women in the workforce | 19.5% |
| Dental | yes |
| Vision | yes |
| Life insurance | yes |
| Disability | yes |
what Motorola Solutions pays
Median of 33 certified wages filed with the US Department of Labor: $127,754.
Half of Motorola Solutions's certified filings fall between $106,403 and $142,958.
| role | median | filings | range |
|---|---|---|---|
| prof it business systs anls sr-aas | $153,317 | 4 filings | $148,700 to $153,317 |
| software engineer | $94,932 | 3 filings | $81,324 to $105,997 |
| sr. software engineer | $131,926 | 2 filings | $106,000 to $131,926 |
| prof it systems sr-aar | $131,747 | 2 filings | |
| prof it business systs anls-aaq | $127,754 | 2 filings | $115,558 to $127,754 |
Source: US Department of Labor, FY2025 Q4. Read 2026-07-27.
the legal floor where they are
Set by law, not by Motorola Solutions. It applies to every employer in Chicago, IL.
| IVF cycles the state covers | THERE IS NO FEDERAL MANDATE. No US law requires an employer health plan to cover IVF or any infertility treatment, so coverage comes either from the insurance mandate in the state where the plan is written or from the employer's own choice. And the state mandates reach less far than they look: they bind fully insured plans bought from a state-regulated carrier, while a self-funded employer plan is governed federally under ERISA and is preempted from state insurance regulation. KFF's 2025 employer survey puts 67% of covered workers in a self-funded plan, and 80% of those at firms of 200 or more — so at the size of employer this site mostly covers, the state mandate usually does not apply, and any fertility benefit is a genuine company choice rather than a restatement of law. That is precisely why it belongs on a benefits page here. Perks has not yet read this employer's own state insurance mandate from an official source; the states that have been read carry their own entry. (No federal statute requires an employer health plan to cover infertility treatment or IVF. The Employee Retirement Income Security Act of 1974 (ERISA) preempts state insurance regulation as applied to self-funded employer plans, which is why a state mandate does not reach them.) |
|---|---|
| Adoption leave the law gives | 12 workweeks of UNPAID job-protected leave in any 12-month period on the placement of a child for adoption or foster care, and only for employees who meet the FMLA eligibility test. There is no federal paid adoption leave. (Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(B) and 2612(c); eligibility at 29 U.S.C. 2611(2) and (4). Quoted from the 2023 edition of the US Code.) |
| Pay when you are ill | No federal law requires any paid sick leave. The FLSA does not require payment for time not worked, and the FMLA gives 12 workweeks of UNPAID job-protected leave in any 12-month period for a serious health condition, and only for employees who meet the FMLA eligibility test. Any paid sick time comes from a state or city law, or from the employer's own choice. (Fair Labor Standards Act, per the Department of Labor's statement on payment for time not worked; Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(D) and 2612(c). Quoted from the 2023 edition of the US Code on govinfo.gov.) |
Every claim above is sourced and dated. See sources on the full page.
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